Perceived discrimination of women the mining sector

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Perceived discrimination of women in the

mining sector

Juliet N. Mxhakaza

(BA, AdvDipPM, MAP)

Mini-dissertation submitted in partial fulfilment for the degree Masters in

Business Administration at the Potchefstroom Business School at the

Potchefstroom campus of the North-West University

Supervisor: Prof. L.T.B. Jackson

November 2010

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ACKNOWLEDGEMENTS

I am filled with enormous appreciation for the support and courage I received from various individuals and organisations throughout the completion of this study.

Firstly I would like to thank God for giving me the strength to work through the challenges of coping with my career and family life while studying for my MBA.

I would like to thank my ancestors, who are forever watching over me, especially my late grandparents for instilling in our family the love of reading and education.

To my amazing mother Ntwazana Cakata who endured hardships to ensure that I get a decent education, words cannot express my gratitude. Thank you for always believing in me, encouraging me to study and giving me the courage to be who I am today. To my wonderful loving partner "Isilwane sakwamhlolo" thank you very much for listening to all my frustrations and struggles, for tolerating my mood swings and for supporting me all the way. You have been a plllar of strength. Thanks to my beautiful daughter Mihlali who sacrificed her valuable "mommy time" in the evenings and during weekends while I was busy with studies and assignments. A special thanks to Sis Nontobeko Saliwa for your unwavering support throughout the completion of this study. Your support has not gone unnoticed.

I would like to thank Prof Leon Jackson, my supervisor for his guidance and assistance through the whole mini-dissertation project, thanks for all your support, constructive criticism, positive feedback and insightful suggestions.

To all the women from AngloGold Ashanti, Gold Fields, Harmony, Impala and Lonmin who participated in this study I would like to express my sincere gratitude. Thank you for your time, for providing me with valuable information and for opening your doors to me.

Thank you to all my study group members for their assistance and emotional support. Without you guys I wouldn't have made it this far.

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ABSTRACT

Subject: Perceived discrimination of women in the mining sector

Key words: women discrimination, stereotyping, harassment, job segregation, glass ceiling

In the South Africa mining industry women have been subjected to unfair discrimination due to their gender or sex, for thousands of years. The aim of this study is to establish if women discrimination still exists in this sector by exploring the experiences of women in this mining sector. More and more women are being employed in the mines, but it is not clear if they are subjected to discrimination or not.

The research method for this study consists of a literature review and an empirical study. The aim of the literature review was to discuss the research done by others on the subject matter and their findings. Information gathered is used as a base for compiling the questionnaire which is used in the interviews that are conducted during the study. A qualitative phenomenological research method was used for the empirical study because of its effectiveness in identifying intangible factors, such as social norms, socioeconomic status, gender roles, and ethnicity, which are imperative for this study.

The results of the study confirm that discrimination still exists in the mining industry. The evidence of this form of discrimination is in men's negative attitudes which are a problem that women have to deal with on daily basis. Men's negative attitudes create a hostile work environment for women that comprise of: disrespecting women, undermining of their capabilities, unequal treatment of women versus men, physically and verbally harass and I or abuse them, sex segregation and glass ceilings

Few discrimination cases are reported to management because of fear of victimisation, fear of being seen as cry babies and because there is a perception that management is not supportive to women, therefore it's no use reporting a case because nothing will be done to discipline the perpetrator.

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The conclusion reached is that most mining organisations are faced with challenges of effectively implementing and managing change. Transformation policies are implemented but there is no internal and external (from government) monitoring, evaluation and verification systems. There is also limited buy in from people (middle and lower management) who are supposed to implement the policies. For effective transformation to happens these are the key issues that must be addressed.

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TABLE OF CONTENTS ACKNOWLEDGEMENTS ABSTRACT TABLE OF CONTENTS LIST OF FIGURES LIST OF TABLES LIST OF ABBREVIATIONS

CHAPTER 1: NATURE AND SCOPE OF THE STUDY

1.1 INTRODUCTION

1.2 BACKGROUND TO THE STUDY

1.3 PROBLEM STATEMENT

1.4 RESEARCH OBJECTIVES

1.4.1 Primary objective 1.4.2 Secondary objectives

1.5 SCOPE OF THE STUDY

1.6 RESEARCH METHODOLOGY 1.6.1 Literature study 1.6.2 Empirical study 1.6.2.1 Questionnaire design 1.6.2.2 Study population 1.6.2.3 Gathering of data 1.6.2.4 Data analysis

1.7 LIMITATIONS OF THE STUDY

1.8 LAYOUT OF THE STUDY

1.9 CHAPTER SUMMARY

CHAPTER 2: LITERATURE REVIEW

2.1 INTRODUCTION

2.2 DEFINITION OF DISCRIMINATION

2.3 THEORIES EXPLAINING DISCRIMINATION

ii

Hi

v viii ix

x

1 1 1 4 5 5 5 5 5 6 6 6 7 7 8 8 9 10 11 11 11 12

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2.4.2 Forms of women discrimination 14

2.4.3 Stereotyping and women discrimination 15

2.5 BACKGROUND FACTORS AND CAUSES OF WOMEN 16

DISCRIMINATION IN SOUTH AFRICA

2.5.1 Culture 16

2.5.2 Religion 16

2.5.3 Upbringing 17

2.5.4 Education 17

2.6 HISTORY OF WOMEN DISCRIMINATION IN THE SOUTH 17

AFRICAN MINING INDUSTRY SINCE 1900

2.7 CURRENT STATE OF WOMEN DISCRIMINATION IN THE 21

SOUTH AFRICAN MINING INDUSTRY

2.7.1 Negative attitudes towards women 24

2.7.2 Harassment 25

2.7.3 Sex segregation 25

2.7.4 Discrimination against white women vs. discrimination against black 27 women

2.8 REPORTING OF WOMEN DISCRIMINATION INCIDENTS TO 28

MANAGEMENT 2.9 CONCLUSION 29

CHAPTER 3:

EMPE~CALSTUDY 30 3.1 INTRODUCTION 30 3.2 RESEARCH OBJECTIVE 30 3.3 LITERATURE REVIEW 31 3.4 EMPERICAL STUDY 31 3.4.1 Research design 32

3.4.2 Population, sample and sampling technique 33

3.4.3 Data collection 34

3.4.3.1 Questionnaire development 34

3.4.3.2 Questionnaire pilot test 35

3.4.3.3 Interviews 35

3.5 DATA ANALYSIS 37

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3.7

CHAPTER SUMMARY

CHAPTER 4: RESEARCH RESULTS AND FINDINGS

4.1

INTRODUCTION

4.2

SECTION A

4.3

SECTION B

4.4

SECTION C

4.5

EFFECTS OF WOMEN DISCRIMINATION

4.6

DISCUSSION

4.6.1

Summary and interpretation of results

4.6.2

Limitations of the study

4.7

CHAPTER SUMMARY

CHAPTER 5: CONCLUSION AND RECOMMENDATIONS

5.1

INTRODUCTION

5.2

CONCLUSION

5.3

RECOMMENDATIONS

5.3.1

Recommendations for mining organisations

5.3.2

Recommendations to women employed in mining organisations

5.3.3

Recommendations for future research

5.3.4

Research application

REFERENCES

ANNEXURE A: COMMISSION FOR EMPLOYMENT EQUITY ANNUAL REPORT 2009/2010 - SECTIONS

ANNEXURE B: RESEARCH QUESTIONNAIRE

ANNEXURE C: PROTOCOL FOR ANALYSIS OF DATA

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41

44

46

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59

60

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63

66

67

68

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LIST OF FIGURES

Figure 1: A Model of qualitative data analysis ... ··· .. ··· .39

Figure 2: Age distribution of the sample ... .42

Figure 3: Race distribution of the sample ... .42

Figure 4: Gender distribution of the sample ... .43

Figure 5: Qualification distribution of the sample ... .43

Figure 6: Job Levels distribution of the sample ... 45

Figure 7: Work experience (in current position) distribution of the sample ... 45

Figure 8: Mining industry work experience distribution of the sample ... 46

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LIST OF TABLES

Table 1: Board of directors ... ... 23

Table 2: Executive management. ... ... 23

Table 3: Biographical information ... .41

Table 4: Work experience background of sample ... .44

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AA

AIDS BEE BB BEE BBSEE BPA CCMA CEDAW CEE CGE DME EAP EEA HDSA HDR HIV HR LR LRA MEPC MMSD NEASA NEF NUM OALD SA LIST OF ABBREVIATIONS Affirmative Action

Acquired Immune Deficiency Syndrome Black Economic Empowerment

Broad-Based-Black- Economic Empowerment Broad-Based-Socio- Economic Empowerment Beijing Platform of Action

Commission for Conciliation, Mediation and Arbitration

Convention on the Elimination of all forms of Discrimination Against Women

Commission for Employment Equity Commission on Gender Equality Department for Minerals and Energy Economically Active Population Employment Equity Act

Historically Disadvantaged South Africans Human Development Report

Human Immuno-Deficiency Virus Human resources

Labour relations Labour Relations Act

Minerals and Energy Policy Centre

Mining and Minerals for Sustainable Development National Employers Association of South Africa National Employers Forum

National Union of Mineworkers

Oxford Advanced Learner's Dictionary South Africa

SADC Southern African Development Community SADCWMT SADC Women in Mining Trust

SAWIMA South African Women in Mining Association ST A TS SA Statistics South Africa